Have you ever asked yourself why some employees show initiative and a strong desire to achieve company goals while others do not? Why certain incentives can stimulate high performance in some employees and not others? People's behavior is determined by two kinds of factors that distinguish what they can do from what they want to do. The first refers to the level of competence, while the second is related to attitude. And where attitude is involved, it has to do with one's motivation. Since organizational success depends heavily on employees' attitude and commitment, it is directly related to their motivation. Motivated employees increase productivity and allow the company to achieve higher levels of output, while demotivated employees lead to loss of revenue and productivity, and often cause problems with the relationship between the business and its customers. To a large extent, the success of a company depends on the degree to which its employees can integrate the goals of their teams into their own structure of values and needs. The challenge for managers, therefore, is to help employees develop feelings of commitment, cohesion and solidarity, as well as a strong sense of personal ownership and accountability within the context of a company. However, it's important to know that motivation is individual, and the degree of success achieved through one single strategy may not be the most effective way to move all employees. The most effective way to determine what triggers this feeling in others is through carefully studied motivational factors. In this practical handbook based on real cases, author Boris Gramchev describes 18 major factors that impact the motivation of nowadays employees and provides 100 practical tips for building a motivational culture that empowers committed and happy teams.
Have you ever asked yourself why some employees show initiative and a strong desire to achieve company goals while others do not? Why certain incentives can stimulate high performance in some employees and not others? People's behavior is determined by two kinds of factors that distinguish what they can do from what they want to do. The first refers to the level of competence, while the second is related to attitude. And where attitude is involved, it has to do with one's motivation. Since organizational success depends heavily on employees' attitude and commitment, it is directly related to their motivation. Motivated employees increase productivity and allow the company to achieve higher levels of output, while demotivated employees lead to loss of revenue and productivity, and often cause problems with the relationship between the business and its customers. To a large extent, the success of a company depends on the degree to which its employees can integrate the goals of their teams into their own structure of values and needs. The challenge for managers, therefore, is to help employees develop feelings of commitment, cohesion and solidarity, as well as a strong sense of personal ownership and accountability within the context of a company. However, it's important to know that motivation is individual, and the degree of success achieved through one single strategy may not be the most effective way to move all employees. The most effective way to determine what triggers this feeling in others is through carefully studied motivational factors. In this practical handbook based on real cases, author Boris Gramchev describes 18 major factors that impact the motivation of nowadays employees and provides 100 practical tips for building a motivational culture that empowers committed and happy teams.
